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Risk Factors for Workplace Bullying: A Systematic Review.

Fernando R Feijó1,2, Débora D Gräf3, Neil Pearce4

  • 1Postgraduate Programme in Epidemiology, Department of Social Medicine, Federal University of Pelotas, 96030-000, Brazil. fernandofeijomed@gmail.com.

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|June 5, 2019
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Summary
This summary is machine-generated.

This systematic review identifies key risk factors for workplace bullying, emphasizing organizational and psychosocial elements. Findings suggest that leadership styles and work organization significantly contribute to bullying prevalence.

Keywords:
epidemiologyoccupational healthworkplace bullying

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Area of Science:

  • Occupational Health
  • Psychology
  • Sociology

Background:

  • Workplace bullying is a prevalent issue with significant negative impacts on individuals and organizations.
  • Understanding the risk factors is crucial for developing effective prevention strategies.

Purpose of the Study:

  • To systematically review and synthesize existing literature on risk factors associated with workplace bullying.
  • To identify key individual, psychosocial, and organizational factors contributing to bullying.

Main Methods:

  • A systematic literature search was conducted across two databases.
  • Fifty-one studies meeting inclusion criteria were quality-assessed using the Downs and Black checklist.
  • Reporting adhered to Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) and Meta-analyses of Observational Studies in Epidemiology (MOOSE) guidelines.

Main Results:

  • Women were identified as being at higher risk of workplace bullying (OR 1.17–2.77).
  • Authoritarian and laissez-faire leadership styles were positively associated with bullying.
  • Psychosocial factors (e.g., stress, OR 1.37–4.96) and occupational risks (e.g., role ambiguity, high demands, flexible work) showed strong associations with bullying.

Conclusions:

  • Organizational factors play a central role in the occurrence of workplace bullying.
  • Prevention policies must address organizational culture and promote improved management and leadership frameworks.
  • Interventions should focus on modifying work organization and leadership styles to mitigate bullying risks.